Parenthood wage gaps in multinational enterprises

• 成果类型: Article
• 署名作者: van der Straaten, Khadija; Pisani, Niccolo; Kolk, Ans
• 署名单位: Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; International Institute for Management Development (IMD); University of Amsterdam
• 刊物名称: JOURNAL OF INTERNATIONAL BUSINESS STUDIES
• ISSN/ISSBN: 0047-2506
• DOI: 10.1057/s41267-024-00691-w
• 发表日期: 2024
• 页码: 805-815
• 关键词: Multinational enterprises (MNEs); Gender equality; parenthood; MULTILEVEL ANALYSIS

摘要

While multinational enterprises (MNEs) are widely recognized for providing employment to a significant number of women around the globe, empirical evidence suggests that existing gender inequalities may be aggravated rather than alleviated in their subsidiaries. We build on gender theory to better understand how gender is construed and enacted differently in MNE subsidiaries compared to domestic firms, particularly with regard to the differential effects of parenthood on wage gaps for male versus female employees. Because of the relatively more demanding working conditions in MNE subsidiaries and their gendered policies and practices, we hypothesize that the motherhood penalty and fatherhood bonus are larger in MNE subsidiaries than in domestic firms. Using an extensive database of micro-level data of over 36,500 employees in 57 countries, we find a larger fatherhood bonus in MNE subsidiaries compared to domestic firms, but no significant difference in the motherhood penalty. Our results suggest that shifting entrenched gendered social beliefs and divisions of household labor is not the only pathway to gender equality, and call for a critical examination of gender-related values, perceptions, policies, and practices in MNEs, beyond a focus on supporting women (with children). We discuss managerial, theoretical, and societal implications accordingly. In a world where multinational enterprises (MNEs) employ a significant number of women globally, it is crucial to comprehend how these enterprises impact gender inequality. Studies have indicated that MNEs can sometimes intensify existing gender disparities, such as the gender wage gap (the difference in pay between men and women). However, a particularly understudied area is how parenthood influences wages differently in MNE subsidiaries (companies owned and controlled by the MNE) compared to domestic firms (companies operating within a single country). This study investigates whether the motherhood penalty (lower wages for mothers compared to women without children) and fatherhood bonus (higher wages for fathers compared to men without children) are more pronounced in MNEs. The authors created a dataset from the WageIndicator survey, which includes over 36,500 employees from 57 countries. The research utilized advanced statistical methods to analyze the data, considering both industry- and country-level influences on wages. The study provides a comprehensive look at how parenthood and employment in MNE subsidiaries versus domestic firms affect wages. The research discovered that fathers working for MNE subsidiaries receive a significantly larger fatherhood bonus compared to those in domestic firms. However, the motherhood penalty was present in both MNEs and domestic firms, with no significant difference between the two. This suggests that while MNEs may offer fathers additional wage premiums, they do not necessarily worsen the wage penalty for mothers. This insight advances our understanding of gender inequality in the workplace and suggests that MNE-specific policies and practices play a role. The potential impact of these findings is significant, as they can inform policies within MNEs and contribute to the broader discussion on gender equality in the workplace. This text was initially drafted using artificial intelligence, then reviewed by the author(s) to ensure accuracy. Meme si les entreprises multinationales (Multinational Enterprises - MNEs) sont largement reconnues pour fournir des emplois a un nombre important de femmes dans le monde, des preuves empiriques suggerent que les inegalites existantes entre les sexes peuvent etre aggravees plutot que attenuees dans leurs filiales. S'appuyant sur la theorie des genres, notre recherche vise a mieux comprendre comment le genre est interprete et mis en oe uvre differemment dans les filiales des MNEs par rapport aux entreprises domestiques, plus particulierement en ce qui concerne les impacts differentiels de la parentalite sur les ecarts salariaux entre les employes masculins et feminins. En raison des conditions de travail relativement plus exigeantes dans les filiales des MNEs et de leurs politiques et pratiques sexospecifiques, nous emettons l'hypothese que la penalite de maternite et la prime de paternite sont plus importantes dans les filiales des MNEs que dans les entreprises domestiques. Utilisant une large base de donnees microeconomiques sur plus de 36500 employes dans 57 pays, nous constatons une prime de paternite plus importante dans les filiales des MNEs que dans les entreprises domestiques, mais aucune difference significative dans la penalite de maternite. Nos resultats suggerent que le changement des croyances sociales liees aux genres bien ancrees et des divisions du travail domestique n'est pas la seule voie vers l'egalite des sexes, et appellent a un examen critique des valeurs, perceptions, politiques et pratiques liees aux genres dans les MNEs, au-dela de l'accent mis sur le soutien aux femmes (avec des enfants). Nous discutons en consequence des implications manageriales, theoriques et societales. Mientras que las empresas multinacionales son ampliamente reconocidas mundialmente por dar empleo a un numero significativo de mujeres, la evidencia empirica sugiere que las actuales desigualdades de genero en sus filiales pueden agravarse en lugar de mejorarse. Basandonos en la teoria de genero para entender mejor como el genero es interpretado y promulgado diferente en las filiales de las empresas multinacionales en comparacion con las empresas locales, de manera particular con relacion a los efectos diferenciales de la paternidad en las brechas de genero para hombres con relacion a las empleadas mujeres. Dado a que las condiciones laborales en las filiales de las empresas multinacionales son mas demandantes y las politicas con perspectiva de genero, formulamos la hipotesis que la penalidad de la maternidad y las bonificaciones de paternidad son mas altos en las filiales de las multinacionales que en las empresas locales. Usando una amplia base de datos de mas de 26.500 empleados en 57 paises, encontramos una mayor bonificacion en las filiales en comparacion con las empresas domesticas, sin embargo, no hay una diferencia significativa en la penalidad de la maternidad. Nuestros resultados sugieren que cambiar las arraigas creencias de genero y las divisiones de las funciones en el hogar no es la unica via para la igualdad de genero, y exigen un examen critico de los valores, percepciones, politicas y practicas relacionados al genero en las multinacionales, mas alla de enfocarse en darle apoyo a las mujeres (con hijos). Por consiguiente, discutimos las implicaciones gerenciales, teoricas y para la sociedad. Embora empresas multinacionais (MNEs) sejam amplamente reconhecidas por proporcionarem emprego a um numero significativo de mulheres em todo o mundo, a evidencia empirica sugere que existentes desigualdades de genero podem ser agravadas em vez de atenuadas em suas subsidiarias. Baseamo-nos na teoria de genero para melhor compreender como o genero e interpretado e aplicado de diferentes formas em subsidiarias de MNEs em comparacao com empresas nacionais, particularmente no que diz respeito aos efeitos diferenciais de parentalidade nas diferencas salariais entre trabalhadores masculinos e femininos. Devido as condicoes de trabalho relativamente mais exigentes em subsidiarias de MNEs e suas politicas e praticas de genero, levantamos a hipotese de que a penalidade por maternidade e o bonus de paternidade sao maiores em subsidiarias de MNEs do que em empresas nacionais. Utilizando uma extensa base de dados de dados a nivel micro com mais de 36.500 trabalhadores em 57 paises, encontramos um bonus de paternidade maior em subsidiarias de MNEs em comparacao com empresas nacionais, mas nao ha diferenca significativa na penalidade por maternidade. Nossos resultados sugerem que a mudanca de arraigadas crencas sociais de genero e de divisoes do trabalho domestico nao e o unico caminho para a igualdade de genero, e demandam um exame critico de valores, percepcoes, politicas e praticas relacionadas sobre genero em MNEs, para alem de um foco no apoio a mulheres (com filhos). Assim, discutimos implicacoes gerenciais, teoricas e sociais. (MNE) ? ? offspring 剧缓.? MNEoffspring? 父.MNEoffspring? ? MNEoffspring 惩罚父. 57 36,500 微库? ? MNEoffspring 父? 惩罚著.? 蒂固仰? MNE,,? (孩offspring?.,.